Job Details


Requisition Number 19-0037
Post Date 5/17/2019
Title Human Resources Business Partner
Organization Concordia Plan Services
Job Grade 8
City St. Louis
State MO
FT/PT Full Time
Description

Organization Profile

  • Concordia Plan Services ‘walks together’ with LCMS ministries in caring for workers and their families… so that the Word of God continues to spread!
  • Our 2020 vision is to transform CPS from being solely a benefits provider to the most widely recognized source of employer and worker-related solutions for LCMS ministries.

 

 

Reporting Relationships

  • Director, Employee Engagement reports to the Chief Financial Officer.
  • Dotted line reporting relationship to LCMS Executive Director, Human Resources.

 

 

Essential Job Functions

  • Oversees all the Human Resources and Organizational Development functions for CPS ensuring all programs, processes and policies are completed and aligned with the CPS’ overall HR/OD strategy, and comply with local, state and federal regulations.
  • Creates and maintains a customer-focused culture aligned with CPS values. Through change management, ensure CPS employees are aligned with the organization’s strategy, emphasizing accountability and continuous improvement in the process.
  • The role directly manages the CPS HR/OD staff and is responsible to train, supervise, evaluate, and develop HR/OD staff to ensure maximum effectiveness and efficiency in the department.The role indirectly manages and consults with outsourced HR services to deploy HR/OD work.  In partnership with the LCMS Department of Human Resources, oversees processes and management plans, designs, and implements “best in class’ human resources and talent management practices, policies and procedures; gives expert level advice to CPS leadership regarding human resources to ensure consistent implementation of Synod’s HR policy and administrative functions as they apply to CPS staff.  
  • Directs the design, planning and implementation of the organizational and leadership development programs, policies, and procedures.  Ensures talent management processes and programs deliver a diverse, promotable and engaged talent pipeline. Assess and provide deep insight into present and future talent needs and gaps; assess and build leadership depth, and lead strategic workforce planning.  Creates and maintains an inventory and succession plans for critical roles through a formal talent review process. 
  • Oversees the creation of development plans for all staff but with special focus on key leaders, high potential employees or individuals with core competencies or skills critical to the organization. 
  • Designs and implements retention and engagement strategies for the organization but with special focus on key staff. Drives proactive initiatives to engage employees and build/maintains a positive work culture.
  • Oversees the recognition and appreciation programs and ensures they are effective at supporting the organizational goals.
  • Design and implement best in class performance assessment systems.  Ensure that all performance reviews are aligned with the goals and values of the organization, assessments are being completed in a manner that provides actionable quality feedback to individuals and to the organization to differentiate, reinforce, and reward talent.
  • Conducts assessments to identify organizational needs at large; including gathering internal and external data, determining needs that can be met by training, proposing solutions and calculating ROI and delivers solutions to improve processes, team dynamics or culture, customer experience or other key organizational strategies.
  • Oversee the talent acquisition and onboarding program to ensure talent is selected and onboarded in a manner that is aligned with long term strategic goals and provides new hires with the information and tools to quickly succeed.
  • Provides thought leadership on the compensation strategy, and ensures the compensation programs, and processes are designed and implemented to support the organizational strategy effectively.
  • Partner with communication teams both within CPS and with outsourced vendors; provide guidance and communication tools or messages as needed to support HR/OD work or larger organizational goals.
Requirements

Education and Experience

  • Bachelor’s degree in organizational development, human resources, or related field required; Master’s degree preferred.
  • 10+ years of HR and OD work experience.
  • Minimum 5 years of strategically focused HR and OD work experience is required with successful culture or change management experience strongly preferred.
  • Extensive experience in developing and delivering a broad range of learning experiences for an organization is required.
  • Experience managing vendors is preferred.
  • Certification in Organizational Development or Human Resources, preferred.

 

Competencies (Knowledge, Skills and Abilities)

  • Ability to collaborate with business leaders to identify organizational development and/or HR needs for the organization, department or an individual.
  • Ability to create and then transform strategies into tactile action plans at the organizational, departmental, and individual level so that measurable outcomes are produced.
  • Possesses strong analytical and problem solving skills.  Able to analyze and interpret data and leverage those insights into critical sound decisions sometimes under conditions of uncertainty. 
  • Drives success and achieves results by setting goals, using measureable methods to monitor progress towards goals, and tenaciously working to meet or exceed goals.
  • Strong organization and project management skills with the ability to manage multiple concurrent long and short term projects.  Must be able to identify programmatic needs and prioritize tasks and resources to meet key goals.
  • Excellent interpersonal and relationship-building skills with the ability to establish rapport quickly. 
  • Possesses the ability to inspire change and influence without authority and has extensive experience influencing and gaining commitment from senior leadership or other key stakeholders.
  • Demonstrates a high commitment to the organizational mission by applying concepts and principles of the Integrity Service program or similar values-based customer service program; is dedicated to meeting the expectations and requirements of internal and external customers.
  • Superior oral and written communication skills. Has the ability to communicate with employees at all levels of the organization effectively and can facilitate conversations effectively with other team members in accordance with CPS values.
  • Must have strong active-listening, consultative, and problem-solving skills to identify opportunities for improvement or recommend solutions and must have the ability to engage others to analyze and develop solutions.
  • Adaptable, resilient, flexible and is an early adopter of necessary change.  Must have a strong understanding and experience in business change management practices.  Can build a culture comfortable with change, continuous improvement, transparency and accountability.
  • Good understanding of the LCMS organization and the ability to navigate its structure, processes and people effectively.
  • Advanced computer system and collaborative tools knowledge with ability to create graphic presentations, create spreadsheets, and develop templates for use by other team members.  Requires competence in Microsoft Office, social media and e-learning techniques.

 

Supervisory Responsibility

  • Director, Employee Engagement supervises one direct report, as well as outsourced resources, as leader of the Employee Engagement department at CPS.
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